HR MISSION
The Human Resources Department is committed to supporting the College’s mission, Principles of Education, Institutional Priorities and goals, improving processes, and providing fine quality, cost-effective services to meet the needs and support the accomplishment of the administration, faculty, staff, and students by planning effective human resource strategies, policies, procedures, programs, and services through collaboration with the Governance Structure.
AFFIRMATIVE ACTION
It is the policy of Greenfield Community College not to engage in unlawful discrimination on the basis of age, race, color, gender, religion, ethnic or national origin, personal disability, veteran status, or sexual orientation. The College operates under an affirmative action plan and encourages under-represented individuals to apply, both in terms of employment and to all the rights, privileges, programs and activities generally accorded or made available to students. This policy is in compliance with applicable federal, state and local statutes, ordinances and regulations. If you have any questions, please contact our Affirmative Action Office, Rita Hardiman, at 413-775-1312 or hardimanr@gcc.mass.edu.
THE JEANNE CLERY DISCLOSURE ACT
In accordance with the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act (more commonly known as the Clery Act), Greenfield Community College publishes an annual report that includes crime statistics and institutional policies concerning campus security and safety matters. The report is available at our Public Safety Department’s website: http://www.gcc.mass.edu/offices/safety/clery.html. A printed copy of the report is available at the offices of Public Safety, Human Resources, Student Affairs, Admission, and at the Downtown Center. You may also have a copy of the report mailed to you by contacting Public Safety at 413-775-1212.
Sexual Harassment Policy
The college defines sexual harassment as unwanted, unwelcome sexual advances, requests for sexual favors and other verbal, visual or physical conduct of a sexual nature when it takes place under any of the circumstances listed below:
- The conduct is a condition of employment or academic status. This can be explicit (quid pro quo), such as a supervisor's or instructor's demand for a sexual favor or suffer a bad evaluation or grade or promotional or educational opportunity; or it can be implicit (environmental), such as a pattern of abuse which affects the employee's or student's daily working or academic life. Often some tangible benefit is denied or granted.
- If employment or academic decisions are based on whether or not an employee or student submitted to or rejected the harassing actions.
- If the conduct unreasonably interferes with an employee's or student's on-the-job or class performance, or creates an intimidating, hostile or offensive working or academic environment.
These circumstances are meant not only to apply to power relationships (i.e., student/teacher, supervisor/employee relationship), but also to relationships between peers where fear from authoritative reprisal is non-existent. Furthermore, this policy is intended to cover actions taken by any employee of the college toward any student, or vice versa.
The college is prepared to take prompt action against any person found to be in violation of this policy.
The determination of what constitutes sexual harassment may vary with particular circumstances, but it may generally be described as unwanted, unwelcome behavior that is offensive and of a sexual nature, such as physical or verbal comments or suggestions which adversely affect the working or learning environment of an individual, or create an environment which is oppressive to anyone because of the actions of others.
Greenfield Community College seeks to maintain a learning and working environment free from sexual harassment. Sexual harassment is a barrier to the overall educational purposes of the college.
Sexual Harassment Can Take Many Forms and Come From Many Sources.
Sexual harassment affects both women and men (female vs. male, male vs. female, female vs. female, and male vs. male). It can be subtle or blatant; it can make a person uncomfortable on the job or in the academic environment, impede the ability to work, interfere with employment opportunities, or educational achievements. The common ingredient is an element of intimidation that gives the harasser control of the situation. Sexual harassment is commonly an issue of abuse of authority (power).
Sexual harassment embraces a wide spectrum of conduct, which may include:
- Display of photographs, pin-ups, calendars, etc., which portray sexually explicit, offensive or demeaning images
- Looks, leering, gestures, jokes, innuendos, sexual slurs, comments, or epithets of a sexual nature
- Verbal abuse
- Subtle pressure for sexual activity
- Sexual remarks about a person's clothing, body or sexual activity
- Unnecessary touching in any form
- Demanding sexual favors, accompanied by implied or overt threats concerning one's job, grades, letters of recommendation, etc.
- Physical assault, including rape
What Can I Do If I Think I Am the Victim of Sexual Harassment?
If you have reason to believe you are a victim of sexual harassment, or know of a similar situation existing in the college, the following procedure and policy have been implemented to protect your rights:
- Report the incident(s) to a college employee who you think can help. Tell someone! Don't keep it to yourself!
- If the situation warrants a formal complaint and/or informal solutions do not remedy the situation, a formal written complaint should be filed with the Affirmative Action Officer.
- Your written complaint will be acted upon swiftly and will receive a thorough investigation of all the pertinent facts and allegations. A complete copy of the Equal Opportunity and Affirmative Action Grievance Procedure can be obtained from the Affirmative Action Officer.
PLEASE NOTE:Sexual harassment in the workplace is unlawful and it is unlawful to retaliate against an employee for filing a complaint of sexual harassment or cooperating in an investigation of such a complaint. As you will see in the attached statewide policy, while the President of the College has the final authority and ultimate responsibility for the prevention of sexual harassment at the college, the Director of Human Resources, Rita Hardiman (Ext. 1312) has the responsibility for the overall development, administration and monitoring of all programs, policies, procedures and regulations related to sexual harassment.